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Gender mainstreaming
What is Gender mainstreaming
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#3 Steps Forward
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Economic Benefits of Gender Equality in the EU
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Toolkits
Gender Equality Training
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What is Gender Equality Training
Why invest in Gender Equality Training
Who should use Gender Equality Training
Step-by-step guide to Gender Equality Training
Preparation phase
1. Assess the needs
2. Integrate initiatives to broader strategy
3. Ensure sufficient resources
4. Write good terms of reference
5. Select a trainer
Implementation phase
6. Engage in the needs assessment
7. Actively participate in the initiative
8. Invite others to join in
9. Monitoring framework and procedures
Evaluation and follow-up phase
10. Set up an evaluation framework
11. Assess long-term impacts
12. Give space and support others
Designing effective Gender Equality Training
Gender Equality Training in the EU
Good Practices on Gender Equality Training
More resources on Gender Equality Training
More on EIGE's work on Gender Equality Training
Gender Impact Assessment
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What is Gender Impact Assessment
Why use Gender Impact Assessment
Who should use Gender Impact Assessment
When to use Gender Impact Assessment
Guide to Gender Impact Assessment
Step 1: Definition of policy purpose
Step 2: Checking gender relevance
Step 3: Gender-sensitive analysis
Step 4: Weighing gender impact
Step 5: Findings and proposals for improvement
Following up on gender impact assessment
General considerations
Examples from the EU
European Union
European Commission
National level
Austria
Belgium
Denmark
Finland
Sweden
Regional level
Basque country
Catalonia
Local level
Lower Saxony
Swedish municipalities
Institutional Transformation
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What is Institutional Transformation
Institutional transformation and gender: Key points
Gender organisations
Types of institutions
Gender mainstreaming and institutional transformation
Dimensions of gender mainstreaming in institutions: The SPO model
Why focus on Institutional Transformation
Motivation model
Who the guide is for
Guide to Institutional Transformation
Preparation phase
1. Creating accountability and strengthening commitment
2. Allocating resources
3. Conducting an organisational analysis
4. Developing a strategy and work plan
Implementation phase
5. Establishing a support structure
6. Setting gender equality objectives
7. Communicating gender mainstreaming
8. Introducing gender mainstreaming
9. Developing gender equality competence
10. Establishing a gender information management system
11. Launching gender equality action plans
12. Promotional equal opportunities
Evaluation and follow-up phase
13. Monitoring and steering organisational change
Dealing with resistance
Discourse level
Individual level
Organisational level
Statements and reactions
Checklist: Key questions for change
Examples from the EU
Preparation phase
1. Strengthening accountability
2. Allocating resources
3. Organisational analysis
4. Developing a strategy and working plan
Implementation phase
5. Establishing a support structure
6. Setting objectives
7. Communicating gender mainstreaming
8. Introducing methods and tools
9. Developing Competence
10. Establishing a gender information management system
11. Launching action plans
12. Promoting within an organisation
Evaluation and follow-up phase
13. Monitoring and evaluating
Gender Equality in Academia and Research
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WHAT
What is a Gender Equality Plan?
Terms and definitions
Which stakeholders need to be engaged into a GEP
About the Gear Tool
WHY
Horizon Europe GEP criterion
Gender Equality in Research and Innovation
Why change must be structural
Rationale for gender equality change in research and innovation
HOW
GEAR step-by-step guide for research organisations, universities and public bodies
Step 1: Getting started
Step 2: Analysing and assessing the state-of-play in the institution
Step 3: Setting up a Gender Equality Plan
Step 4: Implementing a Gender Equality Plan
Step 5: Monitoring progress and evaluating a Gender Equality Plan
Step 6: What comes after the Gender Equality Plan?
GEAR step-by-step guide for research funding bodies
Step 1: Getting started
Step 2: Analysing and assessing the state-of-play in the institution
Step 3: Setting up a Gender Equality Plan
Step 4: Implementing a Gender Equality Plan
Step 5: Monitoring progress and evaluating a Gender Equality Plan
Step 6: What comes after the Gender Equality Plan?
GEAR action toolbox
Work-life balance and organisational culture
Gender balance in leadership and decision making
Gender equality in recruitment and career progression
Integration of the sex/gender dimension into research and teaching content
Measures against gender-based violence including sexual harassment
Measures mitigating the effect of COVID-19
Data collection and monitoring
Training: awareness-raising and capacity building
GEP development and implementation
Gender-sensitive research funding procedures
Success factors for GEP development and implementation
Challenges & resistance
WHERE
Austria
Belgium
Bulgaria
Croatia
Cyprus
Czechia
Denmark
Estonia
Finland
France
Germany
Greece
Hungary
Ireland
Italy
Latvia
Lithuania
Luxembourg
Malta
Netherlands
Poland
Portugal
Romania
Slovakia
Slovenia
Spain
Sweden
United Kingdom
Gender-sensitive Parliaments
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What is the tool for?
Who is the tool for?
How to use the tool
Self-assessment, scoring and interpretation of parliament gender-sensitivity
AREA 1 – Women and men have equal opportunities to ENTER the parliament
Domain 1 – Electoral system and gender quotas
Domain 2 - Political party/group procedures
Domain 3 – Recruitment of parliamentary employees
AREA 2 – Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
Domain 1 – Parliamentarians’ presence and capacity in a parliament
Domain 2 – Structure and organisation
Domain 3 – Staff organisation and procedures
AREA 3 – Women’s interests and concerns have adequate SPACE on parliamentary agenda
Domain 1 – Gender mainstreaming structures
Domain 2 – Gender mainstreaming tools in parliamentary work
Domain 3 – Gender mainstreaming tools for staff
AREA 4 – The parliament produces gender-sensitive LEGISLATION
Domain 1 – Gender equality laws and policies
Domain 2 – Gender mainstreaming in laws
Domain 3 – Oversight of gender equality
AREA 5 – The parliament complies with its SYMBOLIC function
Domain 1 – Symbolic meanings of spaces
Domain 2 – Gender equality in external communication and representation
How gender-sensitive are parliaments in the EU?
Examples of gender-sensitive practices in parliaments
Women and men have equal opportunities to ENTER the parliament
Women and men have equal opportunities to INFLUENCE the parliament’s working procedures
Women’s interests and concerns have adequate SPACE on parliamentary agenda
The parliament produces gender-sensitive LEGISLATION
The parliament complies with its SYMBOLIC function
Glossary of terms
References and resources
Gender Budgeting
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Who is this toolkit for?
What is gender budgeting?
Introducing gender budgeting
Gender budgeting in women’s and men’s lived realities
What does gender budgeting involve in practice?
Gender budgeting in the EU Funds
Gender budgeting as a way of complying with EU legal requirements
Gender budgeting as a way of promoting accountability and transparency
Gender budgeting as a way of increasing participation in budget processes
Gender budgeting as a way of advancing gender equality
Why is gender budgeting important in the EU Funds?
Three reasons why gender budgeting is crucial in the EU Funds
How can we apply gender budgeting in the EU Funds? Practical tools and Member State examples
Tool 1: Connecting the EU Funds with the EU’s regulatory framework on gender equality
Legislative and regulatory basis for EU policies on gender equality
Concrete requirements for considering gender equality within the EU Funds
EU Funds’ enabling conditions
Additional resources
Tool 2: Analysing gender inequalities and gender needs at the national and sub-national levels
Steps to assess and analyse gender inequalities and needs
Step 1. Collect information and disaggregated data on the target group
Step 2. Identify existing gender inequalities and their underlying causes
Step 3. Consult directly with the target groups
Step 4. Draw conclusions
Additional resources
Tool 3: Operationalising gender equality in policy objectives and specific objectives/measures
Steps for operationalising gender equality in Partnership Agreements and Operational Programmes
General guidance on operationalising gender equality when developing policy objectives, specific objectives and measures
Checklist for putting the horizontal principle of gender equality into practice in Partnership Agreements
Checklist for putting the horizontal principle of gender equality into practice in Operational Programmes
Examples of integrating gender equality as a horizontal principle in policy objectives and specific objectives
Tool 4: Coordination and complementarities between the EU Funds to advance work-life balance
Steps for enhancing coordination and complementarities between the funds
Step 1. Alignment with the EU’s strategic engagement goals for gender equality and national gender equality goals
Steps 2 and 3. Identifying and developing possible work-life balance interventions
Step 4. Following-up through the use of indicators within M&E systems
Fictional case study 1: reconciling paid work and childcare
Fictional case study 2: reconciling shift work and childcare
Fictional case study 3: balancing care for oneself and others
Fictional case study 4: reconciling care for children and older persons with shift work
Additional resources
Tool 5: Defining partnerships and multi-level governance
Steps for defining partnerships and multi-level governance
Additional resources
Tool 6: Developing quantitative and qualitative indicators for advancing gender equality
Steps to develop quantitative and qualitative indicators
ERDF and Cohesion Fund
ESF+
EMFF
Additional resources
Tool 7: Defining gender-sensitive project selection criteria
Steps to support gender-sensitive project development and selection
Checklist to guide the preparation of calls for project proposals
Checklist for project selection criteria
Supplementary tool 7.a: Gender-responsive agreements with project implementers
Tool 8: Tracking resource allocations for gender equality in the EU Funds
Ensuring gender relevance in EU Funds
The tracking system
Steps for tracking resource allocations on gender equality
Step 1: Ex ante approach
Step 2: Ex post approach
Examples of Step 2a
Annex 1: Ex ante assignment of intervention fields to the gender equality dimension codes
Annex 2: The EU’s gender equality legal and policy framework
Tool 9: Mainstreaming gender equality in project design
Steps to mainstream gender equality in project design
Step 1. Alignment with partnership agreements’ and Operational Programmes’ gender objectives and indicators
Step 2. Project development and application
Step 3. Project implementation
Step 4. Project assessment
Tool 10: Integrating a gender perspective in monitoring and evaluation processes
Steps to integrate a gender perspective in M&E processes
Additional resources
Tool 11: Reporting on resource spending for gender equality in the EU Funds
Tracking expenditures for gender equality
Additional resources
Resources
References
Abbreviations
Acknowledgements
Gender-responsive Public Procurement
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Who is this toolkit for?
Guiding you through the toolkit
What is gender-responsive public procurement?
How is gender-responsive public procurement linked to gender equality?
How is gender-responsive public procurement linked to gender budgeting?
Why is gender-responsive public procurement important?
Five reasons why gender-responsive public procurement
Why was this toolkit produced
Gender-responsive public procurement in practice
Legal framework cross-references gender equality and public procurement
Public procurement strategies cover GRPP
Gender equality action plans or strategies mention public procurement
Capacity-building programmes, support structures
Regular collaboration between gender equality bodies
Effective monitoring and reporting systems on the use of GRPP
Tool 1:Self-assessment questionnaire about the legal
Tool 2: Overview of the legislative, regulatory and policy frameworks
How to include gender aspects in tendering procedures
Pre-procurement stage
Needs assessment
Tool 3: Decision tree to assess the gender relevance
Preliminary market consultation
Tool 4: Guiding questions for needs assessment
Defining the subject matter of the contract
Choosing the procedure
Tool 5: Decision tree for the choice of procedure for GRPP
Dividing the contract into lots
Tool 6: Guiding questions for dividing contracts into lots for GRPP
Light regime for social, health and other specific services
Tool 7: Guiding questions for applying GRPP under the light regime
Tool 8: Guiding questions for applying GRPP under the light regime
Reserved contracts
Preparing tender documents
Procurement stage
Exclusion grounds
Selection criteria
Technical specifications
Tool 9: Decision tree for setting GRPP selection criteria
Award criteria
Tool 10: Formulating GRPP award criteria
Tool 11: Bidders’ concepts to ensure the integration of gender aspects
Use of labels/certifications
Post-procurement stage
Tool 12: Checklist for including GRPP contract performance conditions
Subcontracting
Monitoring
Reporting
Tool 13: Template for a GRPP monitoring and reporting plan
References
Additional resources
Methods and tools
Browse
About EIGE's methods and tools
Gender analysis
Gender audit
Gender awareness-raising
Gender budgeting
Gender impact assessment
Gender equality training
Gender-responsive evaluation
Gender statistics and indicators
Gender monitoring
Gender planning
Gender-responsive public procurement
Gender stakeholder consultation
Sex-disaggregated data
Institutional transformation
Examples of methods and tools
Resources
Good practices
Browse
About good practices
EIGE’s approach to good practices
Country specific information
Belgium
Overview
Bulgaria
Overview
Czechia
Overview
Denmark
Overview
Germany
Overview
Estonia
Overview
Ireland
Overview
Greece
Overview
Spain
Overview
France
Overview
Croatia
Overview
Italy
Overview
Cyprus
Overview
Latvia
Overview
Lithuania
Overview
Luxembourg
Overview
Hungary
Overview
Malta
Overview
Netherlands
Overview
Austria
Overview
Poland
Overview
Portugal
Overview
Romania
Overview
Slovenia
Overview
Slovakia
Overview
Finland
Overview
Sweden
Overview
EIGE’s publications on Gender mainstreaming
Concepts and definitions
Power Up conference 2019
Gender-based violence
What is gender-based violence?
Forms of violence
EIGE’s work on gender-based violence
Administrative data collection
Data collection on violence against women
About the tool
Administrative data sources
Advanced search
Analysis of EU directives from a gendered perspective
Costs of gender-based violence
Cyber violence against women
Femicide
Intimate partner violence and witness intervention
Female genital mutilation
Risk estimations
Risk assessment and risk management by police
Risk assessment principles and steps
Principles
Principle 1: Prioritising victim safety
Principle 2: Adopting a victim-centred approach
Principle 3: Taking a gender-specific approach
Principle 4: Adopting an intersectional approach
Principle 5: Considering children’s experiences
Steps
Step 1: Define the purpose and objectives of police risk assessment
Step 2: Identify the most appropriate approach to police risk assessment
Step 3: Identify the most relevant risk factors for police risk assessment
Step 4: Implement systematic police training and capacity development
Step 5: Embed police risk assessment in a multiagency framework
Step 6: Develop procedures for information management and confidentiality
Step 7: Monitor and evaluate risk assessment practices and outcomes
Risk management principles and recommendations
Principle 1. Adopting a gender-specific approach
Principle 2. Introducing an individualised approach to risk management
Principle 3. Establishing an evidence-based approach
Principle 4. Underpinning the processes with an outcome-focused approach
Principle 5. Delivering a coordinated, multiagency response
Legal and policy framework
Tools and approaches
Areas for improvement
References
Good practices in EU Member States
Methods and tools in EU Member States
White Ribbon Campaign
About the White Ribbon Campaign
White Ribbon Ambassadors
Regulatory and legal framework
International regulations
EU regulations
Strategic framework on violence against women 2015-2018
Legal Definitions in the EU Member States
Literature and legislation
EIGE's publications on gender-based violence
Videos
Gender Equality Index
View countries
Compare countries
Thematic Focus
About Index
Publications
Forum 2022
Index Game
Videos
Gender Statistics Database
Browse Gender Statistics
Data talks
FAQs
About
Search
Beijing Platform for Action
Countries
Belgium
Bulgaria
Czechia
Denmark
Germany
Estonia
Ireland
Greece
Spain
France
Croatia
Italy
Cyprus
Latvia
Lithuania
Luxembourg
Hungary
Malta
Netherlands
Austria
Poland
Portugal
Romania
Slovenia
Slovakia
Finland
Sweden
Topics
Health
Covid-19 and gender equality
Violence
Orange the World
Agriculture and rural development
Culture
Digital agenda
Economic and financial affairs
Education
Employment
Energy
Entrepreneurship
Environment and climate change
Justice
Maritime affairs and fisheries
Migration
Poverty
Regional policy
Research
Sport
Tourism
Transport
Youth
About EIGE
EIGE's organisation
Management board
Experts' forum
EIGE staff
Our work
Stakeholders
EU candidate countries and potential candidates
About the IPA project
Examples from the region
Browse
About the examples
Gender equality indices in the Western Balkans and Turkey
Gender statistics in the Western Balkans and Turkey
Justice and Home Affairs (JHA) agencies
Projects
Running projects
Closed projects
Planning and reporting documents
Documents registry
Request for access to EIGE documents
Contact us
Director’s speeches
Recruitment
Open vacancies
Closed vacancies
About Recruitment
FAQs
Selection procedure appeals
Relevant forms and information
Welcome guide
Procurement
Open procedures
Closed procedures
About Procurement
External Experts' Database
News
Events
Upcoming events
Past events
Gender Equality Forum 2022
About
Agenda
Videos
Speakers
Practical information
EIGE’s publications
Gender-sensitive Communication
Overview of the toolkit
First steps towards more inclusive language
Terms you need to know
Why should I ever mention gender?
Choosing whether to mention gender
Key principles for inclusive language use
Challenges
Stereotypes
Avoid gendered pronouns (he or she) when the person’s gender is unknown
Avoid irrelevant information about gender
Avoid gendered stereotypes as descriptive terms
Gendering in-animate objects
Using different adjectives for women and men
Avoid using stereotypical images
Invisibility and omission
Do not use ‘man’ as the neutral term
Do not use ‘he’ to refer to unknown people
Do not use gender-biased nouns to refer to groups of people
Take care with ‘false generics’
Greetings and other forms of inclusive communication
Subordination and trivialisation
Naming conventions
Patronising language
Test your knowledge
Quiz 1: Policy document
Quiz 2: Job description
Quiz 3: Legal text
Practical tools
Solutions for how to use gender-sensitive language
Pronouns
Invisibility or omission
Common gendered nouns
Adjectives
Phrases
Policy context
Work-life balance in the ICT sector
Back to toolkit page
EU policies on work-life balance
Women in the ICT sector
The argument for work-life balance measures
Challenges
Step-by-step approach to building a compelling business case
Step 1: Identify national work-life balance initiatives and partners
Step 2: Identify potential resistance and find solutions
Step 3: Maximise buy-in from stakeholders
Step 4: Design a solid implementation plan
Step 5: Carefully measure progress
Step 6: Highlight benefits and celebrate early wins
Toolbox for planning work-life balance measures in ICT companies
Work–life balance checklist
Gender Equality Index 2019. Work-life balance
Back to toolkit page
Foreword
Highlights
Introduction
1. Gender equality in the European Union: improvements and challenges between 2005 and 2017
Still far from the finish line
Snail’s-pace progress on gender equality in the EU continues
More women in decision-making drives progress
Convergence on gender equality in the EU
2. Domain of work
Gender equality inching slowly forward in a fast-changing world of work
Women dominate part-time employment, consigning them to jobs with poorer career progression
Motherhood, low education and migration are particular barriers to work for women
3. Domain of money
Patchy progress on gender-equal access to financial and economic resources
Paying the price for motherhood
Lifetime pay inequalities fall on older women
4. Domain of knowledge
Gender equality in education standing still even as women graduates outnumber men graduates
Both women and men limit their study fields
Adult learning stalls most when reskilling needs are greatest
5. Domain of time
Enduring burden of care perpetuates inequalities for women
Uneven impact of family life on women and men
6. Domain of power
More women in decision-making but still a long way to go
Democracy undermined by absence of gender parity in politics
More gender equality on corporate boards — but only in a few Member States
Limited opportunities for women to influence social and cultural decision-making
7. Domain of health
Behavioural change in health is key to tackling gender inequalities
Women live longer but in poorer health
Lone parents and people with disabilities are still without the health support they need
8. Domain of violence
Data gaps mask the true scale of gender-based violence in the EU
Backlash against gender equality undermines legal efforts to end violence against women
9. Work-life balance: a thematic focus
Conceptual framework
Parental-leave policies
Informal care of older people, people with disabilities and long-term care services
Informal care of children and childcare services
Transport and public infrastructure
Flexible working arrangements
Lifelong learning
10. Conclusions
Sexism at work
Background
Part 1. Understand
What is sexism?
What is the impact of sexism at work?
Where does sexism come from?
Sexism at work
What happens when you violate sexist expectations?
What is sexual harassment?
Violating sexist expectations can lead to sexual harassment
Under-reporting of sexual harassment
Part 2. Test yourself
Part 3. Act
How can I combat sexism? A ten-step programme for managers
How can all staff create cultural change
How can I report a problem?
Eradicating sexism to change the face of the EU
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A
alat za rodno osviještenu politiku
B
besplatan rad
besplatna pravna pomoć
bifobija
biseksualna osoba
biseksualnost
brak s djetetom
branitelji/ce ljudskih prava žena
bračna migracija
brižni maskulinitet
C
centar za žene
centar za žrtve seksualnog nasilja
civilno društvo
D
de facto rodna ravnopravnost
de iure rodna ravnopravnost
demokratski deficit
desegregacija tržišta rada
dijeljenje radnog mjesta
dimenzija ravnopravnosti
diskriminacija žena
dobra praksa u provedbi rodno osviještene politike
dostojanstvo na radnom mjestu
drugi rod
dužna pažnja
dvojak pristup rodnoj ravnopravnosti
dvostruki standardi
E
ekonomija skrbi
ekonomsko nasilje
ekonomsko zlostavljanje
emancipacija žena
emocionalno zlostavljanje
etika skrbi
etika skrbi
F
femicid
femininitet
feministički studiji
feminizacija migracija
feminizacija siromaštva
feminizam
fizičko nasilje
fleksibilnost radnog vremena
formalna rodna ravnopravnost
H
hegemonijski maskulinitet
heteronormativnost
heteroseksizam
heteroseksualna osoba
heteroseksualnost
hipermaskulinitet
hitna kontracepcija
homofobija
homoseksualna osoba
homoseksualnost
horizontalna segregacija
I
indeks rodne ravnopravnosti
indeks rodne razvijenosti
infanticid djevojčica
institucionalni kapacitet za rodno osviještenu politiku
institucionalni mehanizmi rodne ravnopravnosti
integracija perspektive rodne ravnopravnosti
integracija rodne perspektive
internetsko nasilje nad ženama i djevojčicama
internetsko uhođenje
internetsko uznemiravanje
intersekcijska diskriminacija
intersekcionalnost
interseksualna osoba
ispitivanje utrošenog vremena
izravna diskriminacija
izravno nasilje nad ženama
izvanbračna zajednica
izvedena prava
J
jačanje kapaciteta
jednak pristup pravdi za žene i muškarce
jednak pristup žena i muškaraca resursima
jednaka novčana naknada za žene i muškarce
jednaka plaća za rad jednake vrijednosti
jednake mogućnosti za žene i muškarce
jednako postupanje prema ženama i muškarcima
K
komercijalno seksualno iskorištavanje
kompetencija u području rodne ravnopravnosti
korist
krizni centar za žrtve silovanja
kultura silovanja
kućanske obveze
kućanski poslovi
kvote
L
lezbijka
lezbofobija
LGBTIQ
ljepljivi pod
ljudska prava žena
ljudska prava žena i djevojčica
M
marginalizirana skupina
marginalizirani položaj
maskulinitet
medicinski pobačaj
mehanizmi rodne ravnopravnosti
mentorstvo
metode rodno osviještene politike
migrantkinja
minimalna plaća
mjere afirmativne akcije
mjere rodnog osnaživanja
muškarac
muški studiji
muško
N
nacionalne institucije za ljudska prava
nacionalni mehanizmi za unaprjeđenje položaja žena
najbolje prakse u provedbi rodne ravnopravnosti
nalog za zaštitu
nasilje intimnog partnera
nasilje na radnom mjestu
nasilje nad ženama
nasilje nad ženama na lokacijama pod nadzorom države
nasilje nad ženama u situaciji sukoba
nasilje u ime kulture
nasilje u obitelji
nasilje u obitelji
načelo jednakog postupanja
nedobrovoljna pornografija
neformalan rad
neformalna ekonomija
neizravna diskriminacija
neizravno nasilje
neosjetljivost na rodne razlike
neovisna nacionalna tijela za ravnopravnost
neplaćeni rad
nepravedna rodna stereotipizacija
neseksistička uporaba jezika
nesiguran pobačaj
nestalno zaposlenje i/ili prekarni rad
netipično zaposlenje
nevidljive prepreke
nevladina organizacija
nova ekonomija kućanstva
O
obiteljske dužnosti
obiteljski dopust
obrezivanje žena
obuka o rodnoj ravnopravnosti
obuka u području rodne ravnopravnosti
odnosi moći
organizacijska kultura
orođen
orođivanje
osnaživanje žena
osobno stanje
osvetnička pornografija
osvještavanje načela rodne ravnopravnosti
osvještavanje rodne perspektive
očinski dopust
P
paritet
paritetna demokracija
paritetni prag
participativno praćenje rodno osviještene politike
patrijarhat
planiranje obitelji
pobačaj
podatci prema spolu
podizanje rodne osviještenosti
podjela na javno i privatno
podjela rada
podjela rada prema spolu/rodu
pojedinačna prava
pokazatelji rodne ravnopravnosti
politike rodne preraspodjele
pomažući supružnici
ponovna viktimizacija
posebna aktivnost
posebne mjere
poslovi skrbi
potraživanje resursa
povlašteni tretman
pozitivna diskriminacija
pozitivna mjera
pozitivno djelovanje
praktične rodne potrebe žena
prava roditelja
pravedno postupanje prema ženama i muškarcima
pravedno postupanje s obzirom na spol/rod
pravobranitelj
praćenje i vrednovanje rodne ravnopravnosti
praćenje rodno osviještene politike
predrasude
prekarni rad i/ili nestalno zaposlenje
prekidi karijere
prenatalni odabir spola
preživjela žena
prikrivena nezaposlenost
prilagodba spola
pripadnica manjine
prisilna prostitucija
prisilna sterilizacija
prisilna trudnoća
prisilni brak
prisilni pobačaj
pristranost u rodnoj statistici
privremene posebne mjere
priznavanje i vrednovanje neplaćenog rada
proaktivne mjere
procjena utjecaja na rodnu ravnopravnost
provjera rodne perspektive
psihički napad
psihičko nasilje
Q
queer
queer teorija
R
rad od kuće
rad u kućanstvu
radnica
radnik u obiteljskom poduzeću
rani brak
ranjiva skupina
raspodjela kućanskih poslova
raspodjela poslova prema spolu
raspodjela sredstava unutar kućanstva
ravnomjerna raspodjela poslova u obitelji
ravnomjerna rodna zastupljenost
ravnomjerna zastupljenost žena i muškarca
ravnopravnost ishoda
ravnopravnost žena i muškaraca
ravnopravnost žena i muškaraca
ravnoteža između poslovnog i obiteljskog života
ravnoteža između poslovnog i privatnog života
razlika na temelju spola
razlika u plaći
razlika u plaći na temelju spola
raznolikost
razvoj kompetencija
razvoj kompetencija u području rodne ravnopravnosti
reguliranje rada u nepunom radnom vremenu
reproduktivan posao
reproduktivan rad
reproduktivna prava
reproduktivno zdravlje
rezanje ženskih spolnih organa
rod
rod i razvoj
rodiljni dopust
roditelj samac
roditeljski dopust
rodna analiza
rodna dimenzija
rodna dinamika
rodna diskriminacija
rodna neravnopravnost
rodna osjetljivost
rodna osviještenost
rodna perspektiva
rodna perspektiva u nabavi
rodna perspektiva u planiranju
rodna pozicija
rodna pristranost
rodna ravnopravnost
rodna ravnoteža
rodna relevantnost
rodna segregacija
rodna segregacija prema zanimanju
rodna socijalizacija
rodna statistika
rodna stereotipizacija
rodne kvote
rodne norme
rodne potrebe žena
rodne uloge
rodni identitet
rodni odnosi
rodni odnosi moći
rodni paritet
rodni proračun
rodni stereotipi
rodni studiji
rodni sustav
rodni ugovor
rodno izražavanje
rodno nasilje
rodno neutralan
rodno neutralan jezik
rodno neutralne politike
rodno neutralno zakonodavstvo
rodno osjetljiv
rodno osjetljiv jezik
rodno osjetljiv proračun
rodno osjetljiva institucionalna promjena
rodno osjetljiva odgovornost
rodno osjetljivo posredovanje
rodno osjetljivo praćenje i vrednovanje
rodno osviještena politika
rodno osviještena politika u nacionalnim programima
rodno osviještena politika u statistici
rodno osviješteno obrazovanje
rodno pitanje
rodno specifično praćenje i vrednovanje
rodno uvjetovana diskriminacija
rodno uvjetovano nasilje
rodno uvjetovano nasilje nad ženama
S
sakaćenje ženskih spolnih organa
samohrani roditelj
satelitski račun
savjetodavne i participativne tehnike ili alati
savjetovanje s dionicima
segregacija na tržištu rada
segregacija poslova
segregacija zaposlenja
seksizam
seksualna orijentacija
seksualna prava
seksualni napad na ženu
seksualni stereotip
seksualno iskorištavanje
seksualno nasilje
seksualno ropstvo
seksualno uznemiravanje
seksualno zlostavljanje
seksualnost
sektorski pristup rodno osviještenoj politici
sekundarna viktimizacija
sigurna kuća
sigurno majčinstvo
silovanje
silovanje na spoju
silovanje u braku
simbolična mjera
sklonište
sklonište za žene
skrb za djecu
skrb za obitelj
skrb za uzdržavane osobe
skupina u nepovoljnom položaju
složeni stereotip
specifična mjera
spol
spolna diskriminacija
spolni identitet
spolni stereotip
spolno i rodno uvjetovana diskriminacija
spolno uvjetovana pristranost u prikupljanju podataka
spolno zdravlje
staklena litica
stakleni strop
starije radnice
statistika prema spolu
stereotip spolnih uloga
stereotipizacija u pravosuđu
strateške rodne potrebe žena
strateški rodni interesi
strukturna neravnopravnost
strukturna prilagodba
stvarna ravnopravnost
T
teret dokaza
tijela za ravnopravnost
tijela za rodnu ravnopravnost
tijelo žene
tradicionalne štetne prakse
transfobija
transrodna osoba
transseksualna osoba
transseksualnost
tražiteljica azila
treći rod
trgovanje ljudima
trgovina ljudima
trgovina seksom
trgovina seksualnim uslugama
trgovina ženama i djevojčicama
trostruka uloga
trostruka uloga žene
trostruki posao
trostruki posao žene
trostruko opterećenje
trostruko opterećenje žene
trudnoća
U
uhođenje
usklađivanje poslovnog i obiteljskog/kućanskog života
usklađivanje poslovnog, obiteljskog i privatnog života
utočište
utvrđivanje mjerila
uznemiravanje na temelju spola
V
vertikalna segregacija
viktimizacija
višestruka diskriminacija
višestruko opterećenje
višestruko opterećenje žene
vrednovanje rodne ravnopravnosti
Z
zabrana pristupa
zapošljavanje na nepuno radno vrijeme
zastupljenost žena
zaštita majčinstva
zaštitne mjere
zlostavljanje starijih osoba
zločin iz časti
zločin počinjen u ime takozvane časti
Š
štetne prakse
štetne tradicionalne prakse
štetni stereotip
Ž
žena
žena bez državljanstva
žena izbjeglica
žena kao glava kućanstva
žene u okviru razvoja
ženski studiji
žensko
žensko poduzetništvo
žensko tijelo
žrtva
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